Dawn Frail: Leadership Recovery Specialist for Women Executives.
I help women executives recover credibility, confidence, and leadership effectiveness when the stakes are high.
When a capable woman executive hits a rough patch – whether due to performance concerns, fractured relationships, loss of confidence, or organizational change – the consequences can escalate quickly. Trust erodes. Visibility increases. And too often, the organization shifts prematurely from recovery to replacement.
My work focuses on a different path.
I specialize in leadership recovery: supporting women executives and their organizations through structured, confidential recovery processes that stabilize performance, rebuild trust, and restore leadership impact – before the situation becomes irreversible.
A structured approach to high-stakes leadership challenges
With more than 25 years of experience working with leaders, teams, and organizations across multiple industries, I bring a pragmatic, research-aligned approach to leadership challenges that cannot be solved through generic coaching or informal advice.
My work sits at the intersection of:
Leadership behavior and executive presence
Organizational dynamics and stakeholder expectations
Performance risk, credibility, and role accountability
Leadership recovery is not about motivation or inspiration. It is about clarity, containment, and deliberate capability restoration – handled with discretion and intent.
Why women executives
Women executives often face disproportionate scrutiny, where missteps are amplified and recovery pathways are poorly defined.
In many cases, these leaders are not incapable – they are navigating complex environments, competing expectations, or sustained pressure that quietly undermines effectiveness over time.
I focus on women executives because:
The organizational cost of losing experienced female leaders is significant
Recovery, when done well, strengthens both the leader and the system
Retention and restoration are often the smarter business decision
My role is to help organizations intervene thoughtfully – and to help women leaders regain traction, credibility, and effectiveness without being sidelined.
How I work
Through the Athena Leadership Recovery System™, I partner with leaders and organizational sponsors to assess what has shifted, identify root causes, and implement a focused recovery plan that restores leadership effectiveness over time.
My approach is:
Structured, not improvised
Confidential, not performative
Outcome-focused, not open-ended
Supportive, without being soft
This work is often sponsored by HR, senior leaders, or boards – and always handled with discretion.
Next steps
If you are navigating a situation where a key woman executive is struggling – or if you are that leader – a thoughtful recovery conversation can make all the difference.
I have spent my career working with leaders at moments that matter — when expectations are high, visibility is intense, and the margin for error is small.
Many capable women executives find themselves in these situations not because they lack talent or commitment, but because leadership roles are complex, political, and often learned under pressure. Too often, leaders are promoted into high-stakes roles with limited support and unrealistic expectations to “figure it out as they go.”
When performance concerns, fractured relationships, or organizational change arise, the consequences can escalate quickly. Trust erodes. Visibility increases. And organizations frequently move from recovery to replacement far sooner than necessary.
My work focuses on a different path: leadership recovery — stabilizing performance, rebuilding credibility, and restoring leadership effectiveness before outcomes become irreversible.
Education & Professional Foundations
Masters Degree in Leadership; University of Guelph (Ontario, Canada)
Diploma in Adult Training and Development; University of Toronto/OISE (Ontario, Canada)
Diploma in Computer Programming and Systems; DeVry Institute (Toronto, Ontario, Canada)
Credentials & Certifications
I maintain a strong commitment to professional rigor and evidence-based practice. My certifications include:
Myers-Briggs Master Practitioner
EQ-i 2.0 & EQ 360 Certified Facilitator
Balanced Scorecard Professional
Managing Organizational Transitions
Distinguished Toastmaster
How I Work With Leaders
My approach is pragmatic, direct, and highly contextual. I work much like an executive or athletic coach helping leaders strengthen performance under real-world conditions.
At different moments, that means:
Asking difficult questions
Providing direct feedback
Teaching specific skills or frameworks
Helping leaders see patterns they can’t see themselves
I am not a passive listener, nor am I a motivational speaker. I am willing to speak truth to power and to challenge thinking when the situation requires it. Leaders who value candour, discretion, and practical progress tend to do well in my work.
My Approach to Leadership Development
I view leadership development as a shared responsibility. My role is to ensure clarity, relevance, and practical application. The leader’s role is to apply insights consistently in real situations.
One-off workshops can be useful, but they place the burden of change entirely on the leader or team. In high-stakes environments, that approach often fails.
My work emphasizes structured support, feedback, and where appropriate, measurement. This ensures progress is visible, risks are managed, and investment decisions are defensible.
Tools & Frameworks I Use
I use assessments selectively and purposefully — as tools for insight and dialogue, not labels. These include:
MBTI®: for understanding decision-making, communication, and stress patterns
5 Behaviors® of a Cohesive Team: for diagnosing trust and accountability gaps
Working Genius®: for improving productivity and role alignment
EQ-i 2.0® & EQ 360®: for developing emotional intelligence in complex environments
Books & Thought Leadership
My writing reflects my focus on leadership effectiveness, ethics, and the advancement of women in leadership:
The Ruby Report; How Organizations Can Profit by Promoting Women Leaders
